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People perform at the peak when they feel nice about their job and have the necessary tools to help them get their work done.
Definition: People perform at the peak when they feel nice about their job and have the necessary tools to help them get their work done.
- Employee engagement does not mean employee happiness. Someone might be happy at work, but that doesn’t necessarily mean they are working hard, productively on behalf of the organization. Making employees happy is different from making them engaged.
- Employee engagement doesn’t mean employee satisfaction. Many companies have “employee satisfaction” surveys and executives talk about “employee satisfaction”, but the bar is set too low. A satisfied employee might show up for her daily 9-to-5 without complaint. But that same “satisfied” employee might not go the extra effort on her own, and she’ll probably take the headhunter’s call luring her away with a 10% bump in pay. Satisfied isn’t enough.
- This emotional commitment means engaged employees actually care about their work and their company. They don’t work just for a paycheck, or just for the next promotion, but work on behalf of the organization’s goals. When employees care—when they are engaged—they use discretionary effort. This means the engaged computer programmer works overtime when needed, without being asked. This means the engaged retail clerk picks up the trash on the store floor, even if the boss isn’t watching. Engaged employees lead to better business outcomes.
Our employee engagement services look at:
- Conduct meaningful employee satisfaction surveys and convert analysis to realistic actions.
- Performance management metrics to measure employee engagement.
- Create a constructive interaction with stakeholders to enhance the engagement effectiveness which will result in a better bottom line.